I am lucky enough to have offers from a few companies. Many recruiters I talk to in the offer stage say it's "their job to get you the best possible offer", and because of this they want detailed information from me such as target comp, or other offer numbers. Are they actually "on my side"? I've heard many conflicting view points about this scenario.
Some people believe this to be nothing more than manipulation which encourages the candidate to hand over information like other offer numbers, further increasing information asymmetry between company and candidate.
Others seem to believe the recruiter really does want to get the biggest payout because they are only rewarded for filling head count and don't care what you cost (within pay band).
I ask this because I usually am closer to category 1. However, I recently came across this YouTube video where a Google recruiter states that category 2 is the reality: https://youtu.be/1rAWA6CsAGU?t=267
What do you think?
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Google Recruiter Tips On Offer Negotiation, Interviews, And More
comments
They want you to get hired because their performance is based on closing candidates, but their job is also to convince people to join for as low a comp as they can get you to accept. Otherwise theyโd just give everyone the top of band salary and close more people.
I don't care how much you get paid. It's your money and I'm not the decision maker. I do have to put together a case and argue with a bunch of people to get you what you want, so ideally we do that together and don't look like a fool. I also have never worked at a company that measures me or pays me by number of hires, so I don't care if you take the offer or not.
I do however care about how long you stay. Underpaying people leads to turnover, and there's nothing worse than a backfill. The worst thing we can do waste company money on a hire that leaves quickly, or worse: ruins morale so my job becomes impossible.
Sometimes I have seen (not at my current company since I don't know anyone really, but previous ones) recruiters that are terrible with influencing their compensation and HR counterparts that then have to hard negotiate down their candidates because they can't put together a basic business case.
A lot of this negotiation still means you need to know how much youโre worth.